Managers’ hiring intentions and the actual hiring of qualified workers with disabilities

Araten‐Bergman, Tal

doi:10.1080/09585192.2015.1128466

Cited by 71 publications

(69 citation statements)

References 56 publications

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“…Further, the present study revealed an indirect effect of negative attitudes toward older workers and selection likelihood via avoidance of hiring older people. Consistent with the literature on the theory of planned behavior (Ajzen, 1991) and hiring decisions about members of discriminated groups (e.g., Perry et al, 1996; Krings et al, 2011; Lu et al, 2011; Ang et al, 2015; Araten-Bergman, 2016), these findings confirm that negative attitudes toward older workers as hiring subjects lead to avoidance tendencies, which in turn result in an actual decision not to hire older people.…”

Section: Discussionsupporting

confidence: 88%

“…Ajzen’s theory of planned behavior is a well-established conceptual framework that has been frequently used to explain hiring decisions about members of discriminated groups (e.g., Lu et al, 2011; Ang et al, 2015; Araten-Bergman, 2016). In particular, attitudes (i.e., negative attitudes toward older workers) have been highlighted as important mechanism to influence the decision-making process of hiring older people (e.g., Posthuma and Campion, 2009; Truxillo et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

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Negative Attitudes toward Older Workers and Hiring Decisions: Testing the Moderating Role of Decision Makers’ Core Self-Evaluations

Fasbender

Wang

2017

Front. Psychol.

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Organizational hiring practices have been charged for unfair treatment on the grounds of age. Drawing on theories of planned behavior and core self-evaluations, this research investigated the impact of negative attitudes toward older workers on hiring decisions and examined the moderating role of decision-makers’ core self-evaluations. We tested our hypotheses based on a structured online questionnaire and a vignette study using a sample of 102 participants working in human resource management across different industries. As predicted, negative attitudes toward older workers were positively related to avoidance of hiring older people, which in turn was negatively related to the likelihood to select the oldest candidate. Because hiring decisions are not only about the hiring subject but also about the decision-maker, we tested the moderating role of decision-makers’ core self-evaluations. Results showed that core self-evaluations buffered the relationship between negative attitudes toward older workers and avoidance of hiring older people. Theoretical implications of the findings with regard to hiring decisions about older people and practical recommendations to improve diversity management strategies and age-balanced hiring practices in organizations are discussed.

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Section: Discussionsupporting

confidence: 88%

Section: Introductionmentioning

confidence: 99%

Negative Attitudes toward Older Workers and Hiring Decisions: Testing the Moderating Role of Decision Makers’ Core Self-Evaluations

Fasbender

Wang

2017

Front. Psychol.

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“…Observers' perceptions were related to the fairness of accommodations (Carpenter & Paetzold, ; Florey & Harrison, ), observers' acceptance of and inclusive behavior toward persons with disabilities (McLaughlin et al, ; Nelissen et al, ), and hiring intentions (Araten‐Bergman, ). Two studies using field data from workers and coworkers adopted explicit models to explain the psychological mechanisms in play.…”

Section: Review Of Empirically Investigated Relationshipsmentioning

confidence: 99%

“…Two studies using field data from workers and coworkers adopted explicit models to explain the psychological mechanisms in play. In the first study, Araten‐Bergman () applied the theory of planned behavior to longitudinally explore the relations among Israeli managers' attitudes, intentions, and actual hiring behaviors. Results indicated that intentions to hire did not predict actual hiring of persons with disabilities as measured 6 months later; however, a company's written disability hiring policy and disability training was associated with actual hiring.…”

Section: Review Of Empirically Investigated Relationshipsmentioning

confidence: 99%

On the treatment of persons with disabilities in organizations: A review and research agenda

Beatty

Baldridge

Boehm

et al. 2018

Human Resource Management

114

130

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Human resource practitioners play a crucial role in promoting equitable treatment of persons with disabilities, and practitioner's decisions should be guided by solid evidence‐based research. We offer a systematic review of the empirical research on the treatment of persons with disabilities in organizations, using Stone and Colella's seminal theoretical model of the factors influencing the treatment of persons with disabilities in work organizations, to ask: What does the available research reveal about workplace treatment of persons with disabilities, and what remains understudied? Our review of 88 empirical studies from management, rehabilitation, psychology, and sociology research highlights seven gaps and limitations in extant research: (a) implicit definitions of workplace treatment; (b) neglect of national context variation; (c) missing differentiation between disability populations; (d) overreliance on available data sets; (e) predominance of single‐source, cross‐sectional data; (f) neglect of individual differences and identities in the presence of disability; and (g) lack of specificity on underlying stigma processes. To support the development of more inclusive workplaces, we recommend increased research collaborations between human resource researchers and practitioners on the study of specific disabilities and contexts, and efforts to define and expand notions of treatment to capture more nuanced outcomes.

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“…First, researchers typically focus on barriers to job seekers with disabilities that occur at the selection stage (e.g. interviewing – Araten‐Bergman, ; Cavanagh et al ., ). We extend this by drawing upon a process perspective which characterizes job search as a sequential pattern of activities (Kanfer, Wanberg and Kantrowitz, ; Wanberg, Zhu and Van Hooft, ; Wanberg et al ., ).…”

mentioning

confidence: 99%

Job Seekers with Musculoskeletal or Sensory Disabilities: Barriers and Facilitators of Job Search

Bainbridge

Fujimoto

2017

British J of Management

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Drawing on interviews with job seekers and expert informants, we outline a model of the job search experience of people with disabilities. This model specifies the sequence of events involved in the pursuit of paid work and the contextual features that inhibit or facilitate job search attitudes, behaviours, intermediate search outcomes and employment outcomes. By contrasting the experiences of job seekers with musculoskeletal and sensory disabilities, and outlining the influence of major stakeholders in the form of employment agencies and family members, our model provides the basis for a more nuanced understanding of the job search process. Finally, we recommend points of intervention that are grounded in data for improving job search outcomes for people with disabilities in general, and for job seekers with musculoskeletal or sensory disabilities specifically.

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Managers’ hiring intentions and the actual hiring of qualified workers with disabilities

Cited by 71 publications

References 56 publications

Negative Attitudes toward Older Workers and Hiring Decisions: Testing the Moderating Role of Decision Makers’ Core Self-Evaluations

Negative Attitudes toward Older Workers and Hiring Decisions: Testing the Moderating Role of Decision Makers’ Core Self-Evaluations

On the treatment of persons with disabilities in organizations: A review and research agenda

Job Seekers with Musculoskeletal or Sensory Disabilities: Barriers and Facilitators of Job Search

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